Tag Archives: learning technology

How do I use Technology to make learning interesting in the classroom?

Technology will help you enhance the learning experience of your students, let them assimilate in a more self-paced manner and help in social learning.

  1. Use AR to make learning more immersive and fun. You can turn your classroom or the school into Virtual trips across space and time.
  2. Leverage on Mobile phones to disseminate your course and promote learning even outside your classroom.
  3. Use technology to encourage social learning, where kids learn by themselves and from each other.
  4. Use short videos and games to teach kids.
  5. Setup regular short online assessments and surveys.
By  Venkataraman Ananthakrishnan, Head- Online and Global Business at QuoDeck
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Avoiding the LMS Overkill

“The world is full of people who will help you manufacture tornados in order to blow out a match”
Shaun Hick, Author

What LMS Overkill Is And Ways To Avoid It?

In a fast-changing world, organizations need to keep their teams up to speed with the latest trends and methods for each industry. This requirement for learning has spawned the multi-billion-dollar Learning Management System (LMS) industry. And, today, there are hundreds of LMSs to choose from, with a mind-boggling array of features. Which brings me to the all-important question: As a company looking to implement an LMS, how does one choose the most appropriate one?

Well, most LMSs would provide core features – User Management, Course Creation, and Basic Progress Analytics. What distinguishes one LMS from the other are the shiny advanced features they offer.

So, why not just go for the one with the largest number of features, or the one with the coolest features, or the one that the leader in your industry is using?

Because you might just end up with a system that is nightmarish to implement and, altogether, too complex for your audience to use. This is the concept of the LMS overkill, and most LMS providers, including us, have been guilty of it at some point or the other.

The truth is that given the size of the target base, experience with learning systems and the complexity of training to be administered, enterprises have different learning requirements at different points in time.

This is called the Enterprise Learning Life Cycle, which broadly maps into 5 stages:

Enterprise_Learning

The selection of the most appropriate LMS should ideally depend on where the company is in the Enterprise Learning Life Cycle.

1. Solo Stage Requirements

In the Solo Stage, a senior leader or trainer acts as a Subject Matter Expert and trains a select set of learners in the subject. The content is mostly from existing knowledge built over the years of practicing their trade. The onus of learning is on the learner with little focus on assessments or pushing adoption.

Stage Indicators

 Learning System Requirements

Learning_System_Requirements _LMS_QuoDeck

In the Solo Stage, there is no real need for a formal learning system unless the Subject Matter Expert is planning to translate his knowledge into something more permanent. In such a case, the only requirements they would have is a repository to store the learning content and a way to share the content.

Instead of an LMS, you should consider using Google Drive, OneDrive, DropBox or a similar file sharing service at this stage. Alternatively, you could create a course on a MOOC like Coursera or Udemy to host and share your content.

2. Startup Learning Team Requirements

In the Startup Stage, the organization relies on its managers to train their own teams. This is typically the case when the organization is in the startup stage or is composed of small teams. The main learning objective for the learners is to get familiar with the company’s products and sales pitches. A lot of the learning happens on-the-job, and the quality of training depends on the quality of the managers.

Stage Indicators

Learning System Requirements

Learning_system_requirements_lms_QuoDeck

In the Startup Stage, the requirement is for a low-cost system that can be handled by the manager himself. Most of the content that needs to be disseminated is already available as sales pitches and planning documents. The requirements, in this case, are a repository to store the content, a way to share it, a system to check whether the learners have viewed the content, a way to make the whole experience more engaging, some basic assessments and above all, a method to prevent download or onward-sharing of the often-proprietary content. In case the team operates in the field, you might also require mobile learning functionalities.

For this stage, you should try out a lite LMS like QuoDeck ExpressTalentLMS or ProProfs.

3. Standard Learning Team Requirements

In the Standard Stage, the organization takes on the responsibility to scale up all its employees. The organization typically has a dedicated HR team, who explore need gaps and plan and conduct learning sessions to plug them. Leading with classroom sessions, most organizations typically look to add in eLearning to standardize the content and dissemination approach as well as reduce costs.

Stage Indicators

Learning System Requirements

System_requirements_lms

The Standard Stage is when the company is most susceptible to LMS overkill. Given the mandate to acquire a new enterprise system, it is but natural for the team to go for the “best” instead of the “most appropriate”. LMSs tend to get evaluated on the number of features they offer, rather than what is really required by the organization.

Ideally, the focus should ideally be on creating high-quality interactive content on tools like Articulate and Captivate. The LMS is required largely for structured dissemination.

At this stage, it is preferable to go for a cloud-based mobile learning system with a lower technical learning curve. Ideal candidates for this are LMSs like CanvasDocebo, and Litmos.

4. Seasoned Learning Team Requirements

In the Seasoned Stage, the organization starts a decentralization process due to the increase in its scale of operations. Each team has dedicated HR managers who take on the responsibility to scale up the employees in their team. There is a central, dedicated learning team, who oversee and authorize learning activities.

Stage Indicators

Learning System Requirements

Learning_requirements_lms

The Seasoned Stage is where the organization should look to acquire a full-fledged LMS. However, the key at this stage goes beyond the LMS features themselves. The ongoing learning management for the organization requires many offline processes which are the mainstay of the learning team.

Mapping of the organization, arranging them into cohorts and setting up aspects like escalation matrices, social networks, etc. require close coordination between the learning team, IT, and business units. Tracking of offline activities requires strong processes driving such activities and social learning requires tight moderation.

At this stage, it is advisable to go for a full-featured LMS like MoodleSabaBlackboard, QuoDeck Enterprise, CornerStone On Demand, etc.

5. Scaled Learning Team Requirements

In the Scaled Stage, the organization has learning as a business function. Beyond training its own employees, the learning team of the organization takes on the responsibility of training the employees of its company’s ecosystem (vendors, partners, distributors) and its consumers too.

Stage Indicators

Learning System Requirements

Requirements_lms_QuoDeck

In the Scaled Stage, the organization extends its enterprise LMS with multiple microlearning platforms. These platforms get deployed for differing purposes and are managed by the business teams once set up.

Advanced analytics become a significant component of learning management in this stage. Being a business function, learning at this stage becomes strongly MIS driven, with roll-up reports and integration with Business Intelligence systems.

This stage typically requires an on-premise deployment of a full-featured LMS as in the Seasoned Stage and multiple cloud-based micro-platforms as in the Startup Stage.

Conclusion

Given the hundreds of choices available when picking an LMS, it is undoubtedly difficult to be sure of the one you choose. Be careful that you do not end up investing in a system that is more expensive than what you need to afford, and one that offers features that sound impressive but in reality, add little tangible value to your specific needs. When in doubt, err on the side of caution and start simple.

And remember; ultimately, the LMS is just the technology. Your learning architecture, Instructional Design, content quality, and adoption drives are equally important in proving the difference between a successful implementation and an LMS overkill.

By Arijit Lahiri, Co-Founder of QuoDeck

This article was first published at eLearning Industry.com.

5 ways to leverage AR and VR for training your employees

According to IDC, the estimated market opportunity of Augmented Reality and Virtual Reality (AR/VR) solutions by 2020 will be $143 billion. Companies of all sizes are increasingly using AR and VR for corporate training and to acclimatize their new employees to the work environment.

In fact, according to STRIVR, learning retention rates with AR/VR can be as high as 75 percent as compared to just 10 percent retention rate through reading or lecture. Whether its management, customer services, or seasonal situations, businesses are successfully using AR and VR for numerous purposes.

For your company, that means if you are still not incorporating AR and VR in corporate training, then you are missing out on a lot. Here are some of the ways you can take advantage of AR and VR for training your employees.

1- VR workplace tours for new employees

With a virtual tour of the workplace, your new employees can familiarise with their new work environment, even before actually coming to the office. For you, it means your employees will be ready to get started with their work right from the first day since their learning curve will reduce greatly.

They would already know the breakrooms, bulletin boards, their team leader’s office, and their own cubicle when they arrive. You could also design the entire onboarding training module for new employees as a VR tour to make it more engaging and interactive.

2- Emergency drills

Emergency drills are a necessity for every company, and they have to make sure those drills are being conducted from time to time. But just getting a safety expert to explain the different scenarios to your employees is not enough. Most people find emergency drills boring as it interrupts their work, and they often don’t even pay attention to it.

However, you can create emergency drills using AR/VR technologies to check if the employees can handle stress and identify the correct security protocols through simulations. The biggest advantage of this is that employees can take these courses according to their own time.

VR_AR_BestPractics_QuoDeck

3- Task walkthroughs

To help your employees get a better understanding of the tasks that they need to perform on a daily basis, you can create online training simulations which would allow them to learn in a virtual environment.

With these simulations, they can determine the skills and steps they need to follow to complete a task, and it would also give them the opportunity to learn from their mistakes without any consequences.

Bear in mind, it’s important to make sure that the simulations are as realistic as possible to provide your employees with a fully immersive experience that they can implement in the real world.

4- Compliance training

For companies, compliance training is one of the most important and mandatory processes, and they have to make sure their employees are well accustomed to it. But handing out a large document to every employee and hoping that they would read every line of it is not enough and it may not even help your organisation in the long run.

Instead, you can use AR/VR to create virtual workplace environments where employees can get a better idea about the compliances they need to adhere to through online simulations. You can also create game-based lessons where employees are given different situations to see how they would respond to it, whether its accepting gifts from a client or a workplace injury.

5 – Virtual case studies

There is no better way to understand the business and skills, than by going through previous case studies which had successful results. But most case studies are text-based and they aren’t as engaging. With AR/VR technology, your employees can understand these case studies in a more interactive way, as they will be able to see those examples in action.

By adding simulations, activities, and fun quizzes, the otherwise boring case studies become more life-like and allow your employees to retain more knowledge.

Getting the most out of AR/VR training

By implementing VR and AR technologies, you are also able to measure the performance of your employees accurately. Heat maps make it possible to see exactly where users look during their 360-degree experience and the instructors can monitor trainees in real-time. You can create VR/AR applications that can be easily integrated with your Learning Management Systems (LMS) as well.

In conclusion

Augmented and virtual reality training provides an innovative and new way to increase employee engagement, improve productivity, and save costs while offering a cutting-edge learning experience. With the latest advancements that have happened in the AR and VR technologies, the barriers are quickly fading away making it a viable option for immersive training for any industry.

6 must have apps for every HR professional

One of the most crucial functions in any organization is the Human Resources.

The HR function drives the organization, its culture, future growth possibilities and is also the first point of contact for prospective employees for the organization’s brand value.

It is interesting that HR teams witness an average 22 percent cost savings when they move to automated and digital solutions for process-jobs. There are other numbers which prove that an app backed HR function is much smoother, with transparent employee interactions.

To help with that, these are the six must have apps which every HR professional should have:

Workbright

One of the most primary functions for HR is the employee on-boarding process. Once the employee joins the organization, there is paperwork and one-to-one sessions required with the HR teams to help set the employee into the system & the job role. Workbright makes this process simpler by taking it online & doing it even before the employee has joined the organization. Workbright helps with all the process functions of the on-boarding journey and can also be made to have primary sessions for the employee-to-be on what to expect in the new role. Once joined, the employee already has an exposure to his role, saving up on time-costs for the HR team as well.

QuoDeck

Human Resources lead the Learning and Development functions for any organization. Very important everywhere, conventional learning mechanisms involve a set theory which needs to be read over and tested for a score. This has become a mundane process and generally, employees treat it as just another test which they forget about later. QuoDeck solves this problem by making games out of the tests required. Instead of repeating what was read, QuoDeck turns the entire session into a game where people win points, can compete within teams or outside of teams, etc. This helps take the learning process in the right spirit as the retention and participation levels are much higher.

LinkedIn

Hiring today is an online process and taking up the game notches is LinkedIn. A social media platform where professionals have well-crafted profiles detailing all their achievements is the perfect way for HR functions and recruiters to know more about prospective candidates. The chat & mail features also help both sides reach out to each other and have a meaningful conversation before they decide on functional meetings. For the HR functions, LinkedIn is an indispensable tool which helps them know a prospect better before they take the next steps. LinkedIn works better than so many other ‘job’ apps because it is about building meaningful careers with the right fitment and not just getting a job.

WorkStyle

Hiring is a very chance-based process. Despite all possible checks & attempts, there is a gut factor which comes into play. At times one lets go of great assets, or at times brings on-board undeserving candidates. In either case, it is a mistake which is realized late and costs the organization dear in terms of intra-relationships and any other means. WorkStyle helps the HR teams because it comes with testing an employee’s personality traits. Technical skill-sets help do a job, but personality traits make an employee gel with the teams and contribute for both personal & organization growth. WorkStyle comes here with a variety of models and tests helping the HR team to take an informed decision.

Zenefits

Human Resources work on two ends of the spectrum- the procedure-oriented and the emotional and human-oriented. The processes and formalities-based systems take up a lot of time, leaving them with limited scope to help employees with the ‘Human’ aspect of their profiles. Zenefits helps here by taking up all the roles of employee records, hierarchy structures, payroll management and any other function which can be done via a procedure. This leaves the HR team to devote time for better employee engagement, interactions and developing the general work culture of the organization.

Yammer

An organization is an ecosystem with its own sub-groups, job descriptions, work titles, assignments, line & cross-line reporting, etc. In such a world it is the HR’s responsibility that all communication channels are open for employees so that impromptu groupings can be made, everybody in a group knows about updates happening simultaneously and much more. Yammer makes it possible to engage in fruitful intra-office and inter-office conversations and coordinate for better personal relationships. For the HR team, Yammer is helpful as it comes with a dashboard with features for tracking, recording and maintaining effective communication channels.

This article was first published on Business Standard

Why Mobile Learning is the Future of Corporate Training?

According to a survey by Stat Counter in 2016, the number of mobile users surpassed the desktop users for the first time, with 51.3% mobile users and 48.7% desktop. It is no surprise that mobile has now become a preferred medium for people to access content. In fact, according to a report by Growth Engineering, 43% of people find learning from mobile devices very useful and essential.

Mobile learning is more than a way to learn through a mobile device. It allows people to learn on-demand, at their own pace, and in the form of bite-sized micro lessons.  

For companies, the question is no longer whether to consider mobile learning. The question is — How long will they wait to implement mobile learning in their organization?

Here are some of the reasons why mobile learning is the future of corporate training:

International assignments and global mobility continue to rise

Talent mobility has become a norm for most organizations. In the last decade, international assignments have increased by 25 percent, and if it follows the same pattern, then we could see another 50% increase by 2020.

When your business is sending an employee to an unfamiliar and new location abroad, you need to make sure that your employees have all the training and information they need to make their assignment a success. After all, for any business, international assignments are already expensive, and lack of preparation can lead to decreased productivity and poor results.

That is why it is important for businesses to train their employees in advance so that they can deal with any type of challenge that they may experience when they are on the assignment. Though the employees may not have enough time to get their training before leaving or during work hours, with mobile learning. With mobile learning as part of your corporate training, it becomes possible for your team to learn on the go and make their international assignments a success.Millennialsusing_QuoDeck_2018.jpg

Millennials prefer short bursts of information

It is estimated that by 2020 nearly half of the workforce will comprise of millennials, which means companies have to change their corporate training programs as soon as possible to make sure it caters to the new generation and trains them in the most effective way.

Now, millennials are used to smartphones and tablets, and they are from the social media generation where they consume information in small bursts. Handing these millennials a 50-page manual or conducting a 2-hour seminar about a new technology that you are going to implement in your firm, may not help them retain as much information as you would want them to.

Instead, with mobile learning, your corporate training program can be converted into a scenario-based fun game that the millennials can play on the go and it can also help them retain more information leading to a more productive and an efficient workforce.

In-house training to make sure your team is constantly learning and evolving

With high competition, it has become crucial for companies to only have the best talent on their team. When you are hiring new talent for your company, you go above and beyond during the recruitment process to make sure the people you are selecting have all the necessary skills and knowledge.

But the business world is constantly changing, and without the right in-house training you might soon realise that you have an under-qualified staff. By implementing a mobile learning program, you can allow your team to gain new skill sets and always stay ahead of the competition by creating a corporate training program that everyone can partake in at their own speed, without affecting their work.

The rise in the remote workforce

Companies around the world are embracing mobile workforce. By allowing employees to work outside of office, according to their flexible timings, organizations are able to get better results and efficiency.

When your workforce is operating in different geographies, you also need to change your corporate training program to fit the new workforce. After all, you cannot expect the remote employees to cram all the information in a single instructor-led training event.

The employees won’t be able to understand or implement information accurately when they are taught everything in a small span of time. Instead, with a mobile learning application, your team can learn the new course and technology remotely, and at their own pace, which would make retaining and implementing information easier.

Enhanced collaboration and engagement

We live in a world where people prefer sharing their ideas online instead of doing it in person. By leveraging the social aspect of mobile learning in corporate training, you can generate more conversations among your employees and create a continous learning experience. This, in turn, increases collaboration, engagement, and motivation among your employees and makes training fun.

For instance, you could implement mobile-based gaming lessons for your team and keep the scores of the top ten people. You could also create a community page where employees could share what they learned from the game or ask questions about certain sections of the game which would encourage peer to peer learning.

In conclusion

With the flexibility and efficiency that mobile learning provides, there are no doubts that it is indeed the future of corporate training. If your organisation is yet to incorporate it into your training program, then its high time that you did.

The Indian Startup Show A Weekly Podcast Show About Indian Startups Entrepreneurs & More! Hosted by Neil Patel & Friends

Ep69: ­Arijit & Kamalika, Co-founders of QuoDeck – Meet the husband & wife team disrupting the traditional learning industry…One game at a time!

Both share great insights on life as an entrepreneur. The setbacks, the fun, building a team. Getting out of the comfort zone. Management styles, Quitting corporate life after 15 years and how they first met! So please enjoy the show.

To listen to the Podcast.

The newest realities of the business world are Augmented & Virtual

Augmented Reality & Virtual Reality have changed the way corporates look at content dissemination. With handheld devices like smartphones becoming faster and more powerful, the scope is limitless. These technologies offer highly immersive experiences making them appropriate for engaging with the audience.

While many still consider them to be a fad, the research being put into improving these technologies proves otherwise. More and more apps are being created to enhance the experience. Newer phones with better processing power and wider screens are being introduced to enable a close to real experience for the user. The new Iphones offer a new iteration of Augmented Reality right out of the box. It is time to take this medium seriously and to start riding this technology wave.

QuoDeck AR & VR

What can these technologies do for your company? How can you exploit it for your benefit? Though there are multiple uses, listed below are a bunch of uses they are being put to.

Product Simulation:

Full immersive experience gives you an opportunity to test your product as it evolves. Running tests in a virtual environment simulates a real world experience without the high costs involved in real life testing. This is perfect, when you need to develop a complex product that requires user feedback and iterations. With these technologies viewers can be given all the information through a close to real scenario.

Imagine a bank or an after-sales service provider can train and test the prototype with employees and customers even as the actual product is being built, a virtual experience can be offered to potential users to gauge their reactions and alter designs and plans on the go.

Training:

AR-VR also offers the perfect environment for training. Be it multilayered product, complex processes or simple real life sales simulations. Your employees are placed in the midst of the action and they can interact with objects just like in the real world. Being a first person viewing experience, the viewer can instinctively explore and discover.

Imagine you have a set of new recruits who need to undergo an onboarding process before they can start off. Usual onboarding happens through classroom sessions or presentations. With AR / VR you can let the new joinees explore the office using beacons or markers and explore the actual space or let them explore multiple office locations virtually and interact with objects and learn. They can also be assessed on their learning in the same virtual environment to derive real-time assessment data.

Data collection & analysis:

The best part about a virtual test is the ease of experiential data collection. Every move made by the user can be tracked and analyzed as it happens, giving you highly detailed and comprehensive data. This can be analyzed as reports to forecast marketing plans, product development and future trends. The environment can be altered to change the experience based on the data collected from viewer’s interactions.

In both cases mentioned above, data collection and real-time analysis gives you an edge as you build your plans. Imagine your potential customers giving you live feedback even before your final product hits the market. Your employees can be assessed during their virtual experiences and live data can be collected for real time analysis or future analytics and reporting.

As a corporate, Virtual Reality and Augmented Reality are the technology waves you shouldn’t miss out on. Explore possibilities, understand the potential it offers for various needs in your workflow. Embrace the virtual possibilities to enhance your company’s performance in the real world.

Wish to know more about applications of AR and VR in learning? Drop us a mail at info@quodeck.com.

How this platform seeks to make corporate training fun and interesting

Corporate training is considered to be an essential business enabler. But are companies doing enough to keep their employees engaged during such training programmes? The seriousness with which companies usually go about such training in order to get maximum bang for their buck may make such programmes boring and tedious for the employees thus rendering them ineffective.

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Interview: Kamalika Bhattacharya, CEO, QuoDeck Technologies

Tiring of being on the opposite side from what I always considered to be the more exciting side of things – the entrepreneur’s- I founded QuoDeck along with my husband in 2010. Today QuoDeck is one of the top products in this space with over 62,000 learners from 20+ companies using QuoDeck to learn. Globally, it is used by over 500 creators from 40 countries to create game-based mobile learning.

Click here to view the full article